It is believed that in 12th century BC, the Greeks after a futile ten-year siege of Troy built a large wooden horse in which hidden inside were soldiers.
As a ploy, the rest of the Greek fleet sailed away, so as to deceive the Trojans. The Trojans celebrated what they thought was their victory, and dragged the wooden horse into Troy. That night, after most of Troy was asleep or in a drunken stupor the Greek warriors came out from the horse, and they slaughtered the Trojans.
Most human resource organizations in large companies today are hampered by a software trojan horse. An HR trojan horse is defined as a large software application that by its sheer complexity and size creates barriers to developing and implementing effective talent management strategies and solutions therefore killing innovation. For proof, just look at the lack of HR departments within large companies who have embraced CRM or employee engagement strategies that use social media or who are seen as best in class when it comes to talent management.
For some reason our society of hyper consumers has a fascination with everything big. Big trucks, big computers, big televisions and Big Macs! Is big really always better? What about the Iphone, the Ipad or all the nanotechnology out there? Steve Jobs must have been on the right path with his sleek compact designs crammed full of powerful applications.
When it comes to HR talent strategies I will tell you from personal experience that big technology is a recipe for disaster. Nothing will create more barriers and excuses to great strategy implementation than big technology implementations. Developing talent strategies to deal with competitive challenges and with ever evolving business strategies requires a talent technology solution that can spin on a dime, be cost-effective and tap into new valid disruptive technology. It also requires access to funding which will be very limited if most of your budget is already sunk in a large cash-sucking HR application. You will be hamstrung by the cost of the new technology implementation and unending legacy and licensing costs. So if you dont’ want your talent management strategy options to be limited look for technology solutions that:
- you can shape to your strategy, not the vendors strategy
- which is cost-effective and does not require constant updates and modifications the vendor controls
- allows you to adopt and integrate disruptive technology
- allows you to counter competitor threats
- can be kept up to date by members of your team not some outsourced service
- is candidate and employee friendly
So be aware of the impacts of large technology implementations. Try to focus first on where you need to bring your talent management strategy and then pick the software solutions that will allow you down the path without constricting future direction. Good luck and keep me posted by writing to firstname.lastname@example.org